HRD Policy of GI

Introduction:
Gandaki International Pvt. Ltd is a Joint Venture (JV) company promoted by the Nepalese company Gandaki Bee Concern pvt Ltd and the Dutch company Honey international B.V. The company aims to promote beekeeping in Nepal and export Nepalese specialty honey to the international market. The company controls the complete honey value chain from flora to table and implements processes in conformity with European standards.

The company treat its all employees and beekeepers as key elements and an asset and give first priority on fostering their career development, safety and security along with creating harmonies working environment in the organization. The Co believe in productive work creating employee friendly environment.The subsidiary company being member of UN Global compact it follows principle of UN global compact and abides all rule and regulations. The fundamental principle it follows are:

1. The elimination of all forms of forced and compulsory labour:
Gandaki International Pvt Ltd believes in high productivity of employees through freedom of work. Gandaki International Pvt Ltd never and ever intimidates any form of compulsory labour. Employees have freedom to choose their interesting job based on their capacity to develop their career.2. The effective abolition of child labour:
Gandaki International Pvt Ltd and its sister organizations is very strict on employing child labours. It also tries to abolish child helper in other beekeeping organization too.3. Eliminating of discrimination in respect of employment and occupation.
Gandaki International Pvt Ltd believes in free competition of the employees irrespective of sex, cast, age, and religion. However, during employee recruitment it gives high priority to disadvantage group and take it as positive discrimination. It will never discriminate and segmented the employees’ benefits in respect of sex, age, race, and cast religion etc. All employees are recognized equally without any stigma and discrimination.Review and Amendment
Gandaki International Pvt Ltd management reserves the right to add, change, revoke, suspend, or terminate any or all of these policies, either fully or in part, at any time, with or without notice. Employee will be informed of all such actions.1.1 Objectives
This manual contains information on Policies and Procedures applicable to employee who work for Gandaki International Pvt Ltd .The policies contained in this manual are periodically reviewed and may be modified. Employees will be duly informed of any changes in policies.

The policies have been developed as a guide to provide a uniform level of understanding in the interpretation and management of matters employee recruitment. The Human Resources policies are approved by the Executive Director and are developed within the context of the UN Global Compact, and ILO and PSI obligation and Nepal labor laws.

This manual provides an outline of the rights; obligations and codes of conduct obligatory for various levels of employees of the GI employees to ensure a pleasant and productive work environment. Employees are advised to go through this manual thoroughly. The signing of the employment contract by an employee shall be deemed to be his/her consent to be bound by the job rules and regulations of GI. The signing of the contract shall be taken to be his/her consent on having read and understood this policy document and to be bound by them.

2. Recruitment 2.1 Process
The procedures for hiring of employees are designed to select candidates best qualified for each position. The selection process will be followed according to HR rules (i.e. forming a selection committee, developing ToR, advertising the position, interviewing candidates, etc.). Transparency and fairness are the key elements of the employees hiring process.2.2 Employment of Close Relatives
The Institution allows applications by relatives of employees to be submitted for vacant permanent positions, provided the knowledge and skills requirements established in the job description are met3. Type and Duration of Contracts of Appointment 3.1 Work Contract
The annual work contract between GI and the employee defines the main terms of employment, including job responsibility, terms and conditions, salary, benefits and other relevant areas. G I management will notify the employees member no less than one (1) month before the contract expiration date of his/her decision not to renew his/her contract of employment. A decision not to renew must be justified stating specific reasons. Notification regarding decision to renew contract will be done after evaluation of employees.3.2 Duties
The general nature of the employee’s duties shall be specified in his/her contract letter and personal job description. The immediate supervisor can assign the specific duties if needed. Duties are subject to modification from time to time according to the needs of the employees and management. Because of the nature of GI’s work, the employee may be required to work/travel outside this station, and must be willing and able to do so.3.3 Salary increment:
Annual salary increases will be based on the cost of living and merit. Both increases will take effect at the beginning of the calendar year. Any cost of living increment will be dependent on the inflation rates. Merit increases occur through yearly job evaluation. It may be mentioned here that one year of employment means one financial year.4. Working Conditions 4.1 Workplace.
The Employees are expected to maintain a safe workplace and keep the machine,office equipment, furniture, kitchen, bathrooms and other equipment and facilities clean. The office complex is a nonsmoking environment.4.2 Work Conduct and Behavior
Employees must work according to their work description with proper attitude, subordination, discipline and respect to each other. Maintenance of a business-like, respectful and friendly atmosphere at the workplace is fundamental to reaching the work objectives and satisfaction of the employees.4.3 Working Hours
The official work hours are 9:30am to 5:00pm with a 1- hour break for lunch from Sunday to Friday. Employees must arrive at work punctually.5. Salary Administration 5.1 Salary Policy and Review
To attract and retain high-quality employees at all levels of its operations, GI management will establish and maintain employees’ salaries and benefits at competitive levels in the post of assignment.
The employees will be paid a monthly consolidated salary package on the last week of each month after deducting income tax (TDS). Salaries are paid according to a salary scale that is based on levels and position. The salary scale will be reviewed every two years using an independent salary survey comparing the salaries paid to employees in similar positions at other organizations to establish competitive salaries. Staff’s work performance will also be considered during salary reviews.6. Leave 6.1 National Holidays
Employees are entitled to enjoy national holidays as prescribed by Nepal Government.6.2 Annual Leave
Employees an annual leave period of 24 working days per year (accumulated at 2 working days per month) and can accumulated it for up to 48 days. Unused annual vacation is compensated when the employment is terminated (basic salary for the number of days of leave).6.3 Maternity Leave (TO REVIEW LOCAL LAWS)
During their pregnancy, women employees must not carry out tasks that require a major effort or pose a threat to their health vis-à-vis their pregnancy such as lifting, pulling, or pushing heavyweights, that produce vibrations, that require them to remain standing for lengthy periods of time, or that could alter or affect their psychological state or the condition of their nerves.
-Pregnant employees shall have rest periods of twelve weeks before and following the birth of the child.
-During maternity leave, the employee will receive her salary in full.
Maternity leave is granted to a employees member who has served for one or more than a year only.6.4 Breast-feeding
GI is determined to fully respect and implement a breastfeeding period, since this measure favors the well-being of its employees’ and their newborn children. Special privilege will be given to employees for breast –feeding.6.5 Compassionate Leave
Employees, who need to be with their families when there is a death in the immediate family (father, mother, spouse, children and/or siblings) in such cases, GI a grant:
o Up to thirteen (13) days’ paid leave of absence in the case of the death of parents and spouse.
o Up to thirteen (13) day’s paid leave of absence in the case of the death of a child of the employee.

Any additional leave must be taken from annual leave.

6.6 Sick leave
Employees will be granted twelve (12) working days as sick leave each year. Up to forty eights (48) days to sick leave can be accumulated. The employee should avail a doctor’s prescription to the office if she/he would be on sick leave for more than straight two working days.6.7 Paternity leave
GI management provides male employees with up to five (5) days’ paid paternity leave on the occasion of the birth (documented) of their children, starting on the day the child is born.6.8 Unpaid Leave
GI Management grants its employees unpaid leave according to the following guidelines:
o Applications for unpaid leave may not be for more than thirty (30) calendar days.
o Requests for unpaid leave will be evaluated, taking the following into account:7. Benefits & Allowances 7.1 Medical Aid Scheme
All employees will have free medical checkup.7.2 Overtime
When requested by the appropriate supervisor, employees may be required to work overtime. In this case employees are given compensatory leave.
All overtime work must be approved and recorded in the “Overtime Form”, which will be maintained by the Office Manager.7.3 Uniforms and Protective Clothing
A set of work uniform is provided employees working in honey processing unit, beekeeping yards and marketing section every year. It will be mandatory to wear official uniform for all such employees who are entitled and get the clothings. Any deviation from this will be taken as an act of indiscipline.7.4 Travel
Employees shall be provided with advances to help them take care of their travel related expenses. The employee must liquidate the advance within a week of returning to duty and before another advance is given. Traveling allowance and Daily sustainable allowance (DSA) will be based on actual cost. Alcohol consumption is not allowed during travelling.8. Conclusion of Employment
The employee’s contract shall be terminated for any of the following reasons:
o Termination of the contract by the employee (voluntary resignation).
o Abolition of function or reduction of employees(involuntary termination)
o Conclusion of contract
o Retirement
o Immediate dismissal8.1 Termination of the Contract by the Employee (voluntary resignation)
Voluntary resignation is when employees decide to terminate their working relationship with GI on their own free will. To effect their resignation, employees must notify the GI management in writing stating the reason for the resignation and the date on which it shall come into effect, with at least one month’s notice.
Employees who resign voluntarily are entitled to their pending vacation days accumulated (up to a maximum of 48 days), in proportion to the time they worked. Under this type of resignation, no other benefits (i.e., Severance, etc.) would be paid.8.2 Retirement
Employees’ members retire on the last day of the month in which they reach the age of 60.8.3 Dismissal
Contracts may be terminated when employees commit any serious offense that makes continuation of the employment relationship impossible. GI Management may terminate employment contracts without liability to itself, that is, with no obligation to pay any indemnity, in the following cases:
o Employees who during work have committed or participated in dishonest activities, acts of violence, threats, insults or mistreatment of the Institution’s representatives, or managerial or administrative staff, unless for reasons of provocation or self-defense.
o The employee willfully neglects to perform any work that is their duty to perform or has unsatisfactory performance.
o The employee is convicted of any criminal offence under Nepali law.
o The employee exercises any act of discrimination or harassment based on race, gender, tribe, religion, sexual orientation, nationality, caste, creed, or age.
o The employee discloses confidential or classified information to a third party.
o Dishonesty, such as, misappropriation of funds, misuse of any office property/facility.